Purpose The purpose of this study is to examine how green transformational leadership (GTL) fosters green creativity (GC) through the sequential mediating roles of green human resource management (GHRM) and green knowledge sharing (GKS) by extending social exchange theory through the ability–motivation–opportunity (AMO) framework. Design/methodology/approach Data from a two-wave survey collected from 297 employees in different managerial positions were used for PLS-SEM to explore proposed relationships. Findings Results revealed the direct effect of GTL on employee GC, as well as the single and chain mediating roles of GHRM and GKS on the relationship between GTL and GC. Practical implications The findings offer actionable insights for managers seeking to embed sustainability into employee behavior through targeted leadership and human resource management practices. Originality/value By uncovering a sequence of mediators, this research is one of the pioneer studies that deepens the understanding of the internal mechanisms − structured in a logical order − that are essential for GC to flourish by green transformational leaders.
Hoàng Thu Thảo (Fri,) studied this question.